Employees are protected against retaliatory actions by their employers when the employee has engaged in a protected activity. These activities could be complaints about billing irregularities, discrimination, harassment, or other types of protected activities. If an employee is able to prove that the employer took an adverse action such as demotion or a reduction in salary because of the complaint that could be a whistle blower violation.
It’s called retaliation generally. Whistle-blower is a form of retaliation. Basically what that is, it’s really a simple concept when you distill it to its essentials. Basically it means that an employer can’t take action against an employee, which is called an adverse action like a termination or demotion or cut in pay. An employer can’t take an adverse action when the employee has engaged in what’s called a protected activity. That could be a complaint about discrimination. It could be a complaint about accounting irregularities. It could be a complaint about building irregularities.
If an employee comes forward and engages in a complaint, some kind of protected activity, and the employer subsequently takes action and if you can prove there’s a connection between the two events, that would be retaliation. That would be a whistle-blower violation.